A therapy vendor built for fully distributed SaaS teams.
A multi-state, async-friendly mental health channel for People Ops at fully remote companies. Real licensure coverage across all 50 states, clinicians matched on quality rather than assigned for speed, and a model designed for distributed teams rather than retrofitted to them.
via telehealth
licensed clinicians
and 3 hours
out-of-network
A mental health channel designed for distributed teams, not retrofitted to them.
This page is for People Ops, Heads of People, and total-rewards leaders at fully remote SaaS companies evaluating a therapy vendor that actually covers a multi-state workforce and is chosen on clinician quality. If that is you, the rest of this page is the briefing document.
CEREVITY operates as a clinical network with direct relationships between the network, the clinicians, and the company. There is no third-party broker layer. Employees are matched, not first-served. Scheduling and intake run through CEREVITY infrastructure and are built to work asynchronously across time zones. Care is private-pay and out-of-network by design, which is what lets the model prioritize clinical fit over seat-count economics.
Our clinicians are independent licensed professionals matched to the employee's presenting issue and modality preference. CEREVITY exists because the horizontal mental health platforms that scaled with the SaaS industry optimized for breadth and engagement metrics, and for a fully remote team the harder problems are real multi-state licensure coverage and matching that actually fits, not dashboard utilization.
Fully remote teams have the highest burnout and the worst-fit benefits, because the standard model was built for an office.
Distributed teams do not have a milder version of the office mental health problem. They have a different and in some measures harder one, and the benefits stack most companies reach for was not designed for it.
Remote employees present with a recognizable profile: the isolation of working alone, the inability to disconnect from an always-on async culture, and burnout rates that survey data puts at the top of the distribution. The 2025 Eagle Hill Workforce Burnout Survey found fully remote employees reporting burnout at 61 percent, higher than hybrid or on-site staff, and two thirds say they struggle to disconnect outside official hours.
Traditional EAPs see only single-digit utilization, often cited at 1 to 3 percent, because phone-based intake creates friction distributed workers abandon. The horizontal platforms that improved on that, the Lyras and Spring Healths of the category, raised engagement, but they optimized around breadth and seat-count economics. For a fully remote company the binding constraints are different: whether a clinician is actually licensed in the state every employee lives in, and whether the match is good enough that people stay in care.
What changes when the channel is built for a distributed team: verified clinician licensure across all 50 states so coverage is real wherever employees live, matching on clinical fit rather than first-available assignment, session formats long enough to do real work, and async-friendly intake and scheduling that distributed workers will actually complete.
What CEREVITY clinicians actually treat in a distributed SaaS workforce.
The clinical scope is built around the presenting profile of fully remote knowledge workers, not the office-era profile most benefits were designed around.
Remote isolation and loneliness
The documented loneliness of distributed work, where employees report feeling lonelier than on-site peers. Left unaddressed it compounds into anxiety and depression. Among the most common presenting issues on a remote team.
Always-on burnout
The inability to disconnect from async culture, where the workday never clearly ends. Recovery capacity goes first, then output and judgment follow. Distinct from acute stress and treated differently.
Boundary erosion
When home and work occupy the same space and the same hours, the line between them disappears. The depletion that follows is treatable, and naming it is often the first step.
High-functioning anxiety
Performance maintained at cost. Standups go fine, tickets ship, the cost is invisible until it is not. Common across engineering, product, and leadership in high-growth SaaS.
Founder and leadership strain
The specific pressures on founders and senior leaders in a remote company: runway anxiety, the isolation of the seat, and the difficulty of leading culture without a room. A clinical issue, not just an operating one.
Hypergrowth and change fatigue
Constant reorgs, shifting priorities, and the churn of a scaling company wear on people in measurable ways. The fatigue of perpetual change is a treatable presenting issue.
Layoff and uncertainty stress
The anxiety of operating through funding pressure, restructuring, and job insecurity that has defined recent tech cycles. It affects performance and wellbeing alike and can be worked with directly.
Time-zone and cross-cultural strain
Distributed teams stretch across time zones and cultures, which complicates belonging and communication. Async-friendly care meets employees where and when they actually are.
Three session formats, each chosen for the work.
Most platforms offer one session length. CEREVITY offers three, because different kinds of clinical work need different amounts of time. The choice is made between the clinician and the employee, not by what a payor will reimburse.
The steady cadence of ongoing therapy. Most clients spend most of their care in this format.
For work that needs more room than a standard hour. Focused work on a specific transition or decision.
For work that needs uninterrupted time to reach resolution within a single session rather than broken across weeks.
Because CEREVITY operates outside the insurance reimbursement model, session length is set by the clinical work, not by what a payor will reimburse. That independence is also what lets the model prioritize clinical fit and real coverage over the seat-count economics that shape the horizontal platforms.
Ready to scope a team-wide briefing?
Briefings are scoped to your company and where your team actually lives. We respond personally within 48 business hours with proposed times and any prepared materials relevant to the multi-state channel you are evaluating.
Request a briefingHow a employee gets matched, in five steps.
Matched, not first-served. Here is the process that produces the match for an employee, wherever they live.
The eligible individual submits a confidential intake form covering presenting issues, modality preference, professional context, and scheduling parameters. The form is operated by CEREVITY, not by a broker.
Intake is reviewed by CEREVITY's clinical leadership against the network's active capacity, current licensure footprint, and modality availability. This is the step that does not exist in an EAP.
A specific clinician in the network is matched to the employee based on the review. The employee receives the match with the clinician's profile, modality, and credentials, plus a direct online scheduling link.
The employee schedules directly through CEREVITY infrastructure. No phone handoff. First sessions are typically scheduled within 5 to 10 business days of the match.
Care continues with the matched clinician on the cadence the clinical work requires, in 50-minute, 90-minute, or 3-hour sessions, without an employer-imposed cap.
Capability comparison for Remote SaaS Teams.
A vendor evaluation framework on the dimensions that matter when scoping a leadership-tier offering for employees. Both models have a place. They are designed for different populations.
| Dimension | Typical EAP | Executive-tier point solution | CEREVITY |
|---|---|---|---|
| Network model | Broker layer between company and roster of contractors; scales well to workforce-wide coverage | Single-vendor platform with W-2 or contracted clinician pool | Independent clinical network with direct relationships, no broker layer |
| Clinician assignment | First contractor to reply with availability; optimized for speed-to-first-session | Algorithmic matching on intake-form inputs | Clinical review of intake by network leadership against active capacity |
| Intake and scheduling | Phone handoff to clinician's line; verbal scheduling on callback | App-based intake; in-app scheduling | Network-operated intake; direct online scheduling, no phone handoff |
| Session formats | Standard 50-minute; capped session counts per issue | Standard 45 to 50-minute sessions | 50-minute, 90-minute, and 3-hour formats; no employer-imposed cap |
| Clinical scope | Acute, broadly applicable workforce concerns; intentionally generalist | Workforce-wide therapy and coaching, with executive tier branded on top | Built around presenting issues specific to Remote SaaS Teams |
| Modality fit | Generalist talk therapy; modality-agnostic roster | Generalist therapy; some specialty referral | CBT, DBT, and psychodynamic clinicians, matched to presenting issue and modality preference at intake |
| Reach | National via roster density; varies by region | National via telehealth, with roster density variation | Nationwide via telehealth across all 50 states |
| Payment model | Company-sponsored; covered through benefits plan | Per-employee-per-month seat pricing | Private-pay; out-of-network; structured through partnership agreement |
| Company visibility | Aggregate utilization reporting; broker-mediated | Vendor dashboards with engagement and utilization metrics | Administrative reporting only; no clinical content visible |
| Where each model fits | Workforce-wide acute support | Mid-tier ongoing care with executive add-on | Remote SaaS Teams, end-to-end |
What the company sees, and what the company does not.
For a team-wide-tier mental health channel to function, the participating employee has to trust that engaging with it does not create company visibility into their care. CEREVITY is designed around that requirement.
- Confirmation that contracted services were provided to eligible individuals.
- Aggregate utilization at the partnership level, where contractually appropriate.
- Invoicing and eligibility reconciliation.
- Nothing tied to a specific named employee's clinical content.
- Whether a specific named employee has scheduled, attended, or engaged with care.
- What clinical issues are being addressed, or which clinician is assigned.
- Session notes, treatment plans, diagnostic information, or progress data.
- Any attendance detail at the individual level.
Clinicians in the network are independent licensed professionals operating under their own licensure and the confidentiality and privacy obligations that attach to it. Protected health information is held within the clinical infrastructure and is not transmitted to the partner organization, and the agreements governing it are defined in writing before the partnership goes live.
Clinical records, session content, and individual engagement data sit inside the clinical platform and are not shared with the partner organization. The administrative layer is structurally separate from the clinical layer.
Eligibility lists are maintained on the partner side and confirmed against the network side at the point of intake. Administering eligibility does not require the partner to receive clinical information back.
A Business Associate Agreement is executed where the partnership structure requires it. The partnership agreement defines the administrative reporting scope explicitly, in writing, before the partnership goes live.
What the first 30 days look like.
The hardest part of a team-wide-tier partnership is not the contract. It is the period between signature and the first employee in care. Here is how CEREVITY runs that period.
A 60-minute kickoff with your team and CEREVITY's partnership lead. We confirm the partnership shape, the eligibility model, the administrative reporting scope, and the internal owner on your side. The Business Associate Agreement, where applicable, is executed in this window.
Your team provides the eligible-individual list in the format your administrative systems support. CEREVITY confirms it against the network side and establishes the verification path that runs at the point of intake. No clinical data flows backward; only eligibility confirmation flows forward.
CEREVITY provides a confidential, team-wide-appropriate internal comms template explaining the benefit, the privacy posture, and how to access intake. Your team adapts it to your voice. The communication is designed to be received without stigma.
Eligible individuals begin intake on their own cadence. First sessions are typically scheduled within 5 to 10 business days of each intake. By day 30, the partnership is operational and your internal owner has a quarterly review cadence with the CEREVITY partnership lead.
The business case for People Ops and total rewards.
Three axes a People team can defend in a budget conversation. The numbers will vary by company; the structural argument does not.
Retention in a high-churn talent market.
Replacing a senior engineer or product hire is expensive and slow, and remote talent has options. Employees who say their company supports their mental health are markedly less likely to report burnout. A benefit people actually use, because coverage and matching are real, is a defensible retention investment.
Utilization is the whole point.
A benefit no one uses is a line item, not a program. Traditional EAPs see single-digit utilization. A channel built for distributed workers, with async intake and clinicians licensed where employees actually live, is designed to be used, which is the only way the spend produces anything.
A real benefit is a recruiting signal.
Candidates evaluating a fully remote employer increasingly scrutinize whether wellbeing support is genuine or performative. A named, high-quality, genuinely multi-state mental health channel is a differentiator in a competitive hiring market and a credible answer in an offer conversation.
Questions employees and their teams ask first.
Clinicians in the CEREVITY network are independently licensed professionals operating under their own licensure and the confidentiality and privacy obligations that attach to it. The handling of any protected health information, and the specific agreements that govern it including any Business Associate Agreement, are defined in writing in the partnership agreement before the partnership goes live, scoped to your company's structure.
Clinician licensure governs where care can be delivered, and CEREVITY matches each employee to a clinician licensed in the state where that employee lives, across all 50 states. For a fully distributed team this is the binding constraint that determines whether a benefit is real or only nominal, and it is confirmed for your specific roster footprint during the briefing.
Those are horizontal platforms that scaled around breadth, app-based engagement, and per-employee-per-month economics, and they serve a broad market well. CEREVITY is an independent clinical network that matches on clinical fit rather than first-available assignment, offers 50-minute, 90-minute, and 3-hour formats without an employer-imposed cap, and is structured around real state-by-state coverage and match quality. Both models have a place; they are built around different priorities.
Intake is completed online rather than through a phone handoff, scheduling is done directly through CEREVITY infrastructure across time zones, and care is delivered via telehealth. The friction points that cause distributed workers to abandon traditional phone-based EAPs are removed by design.
No. CEREVITY is private-pay and out-of-network by design. The structure is intentional: it is what lets the model prioritize clinical scope, session formats, and match quality over the reimbursement and seat-count economics that shape conventional vendors.
Pricing depends on the structure, the size and state footprint of the eligible population, and how the company administers benefits. The briefing call is where we identify the right structure, and the cost falls out of that, not the other way around.
First sessions are typically scheduled within 5 to 10 business days of intake, depending on modality requirements, the employee's state, and scheduling parameters.
Through a briefing call. Use the form below or email [email protected] directly. Briefings are scoped to your company and team footprint; we respond personally within 48 business hours.
Tell us about your team. We respond within 48 business hours.
Briefings are scoped to your company and where your team actually lives. Share a few details below and we will respond personally with proposed times and any prepared materials relevant to the multi-state channel you are evaluating.
The structural argument on this page is based on the firsthand experience of CEREVITY clinicians who have served on EAP panels, combined with widely-published industry estimates of EAP utilization and Remote SaaS Teams-specific data where cited. Specific contractual scopes, including the administrative reporting boundary and the BAA structure, are confirmed in writing in the partnership agreement before any partnership goes live.
